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  • Climate Survey 2021

    Connect, Share Knowledge, and Succeed Within the LGBTQ+ and Ally Legal Community.

    University of Alabama School of Law

    March 23, 2021

    Question 1 provided each school with a field to confirm or update their nondiscrimination statement.
     
    2. Does your law school intentionally seek out LGBTQ+ prospective students?
    Yes
    a. If ‘yes,’ how and where are your efforts directed?

    The Law School seeks to admit a diverse student body. For example, the Law School participates in LSAC’s PLUS program, which brings students from diverse backgrounds (including students who identify as LGBTQ+) to campus.

    3. Does your law school's welcome packet for admitted students include mention of identity group support for LGBTQ+ students, as well as for students of color or other minorities?
    No

    Although we do not list specific student groups in our Welcome Packet, the Packet does contain a letter from the Law School’s Director of Diversity and Inclusion. The letter states that the Law School has “numerous diversity and outreach based student organizations” and states that Admissions Office can put the admitted student in touch with leadership of the organizations.

    4. Does your school offer students the option to self-identify (also known as "Self-ID") as LGBTQ+ in admissions applications or post-enrollment forms?
    No

    Students may identify as LGBTQ+ through their personal statements.

    5. Does your law school offer transgender and nonbinary students who have not legally changed their names the ability to have their name-in-use reflected on their admission applications or post enrollment forms?:
    Yes
    6. Does your law school provide any annual scholarships specifically for LGBTQ+ students?
    Yes

    Law students are eligible for the Elliot Jackson Jones Memorial Scholarship, which is awarded annually to an LGBTQ+ undergraduate or graduate student at The University of Alabama who is “working to improve the lives and welfare of LGBTQ+ persons on campus, in Alabama, or more broadly.” More information can be found here: http://capstonealliance.ua.edu/initiatives/scholarship/

    7. Does your law school actively seek to employ diverse staff/faculty/administrators, including openly LGBTQ+ individuals?:
    Yes
    a. If 'yes,' please detail how and where diversity recruitment efforts are directed:

    The Law School encourages and solicits applications from candidates of any background, orientation, or identity, although it does not expressly request information about sexual orientation, gender identity, or gender expression.

    8. Does your law school conduct a "Self-ID" program which allows staff/faculty/administrators to voluntarily and (if they desire) confidentially identify their gender identity and sexual orientation?:
    No
    9. How many faculty (not staff/administrators) are employed by your law school in total?
    46
    10. How many self-identified LGBTQ+ faculty are employed by your law school in total?
    1
    a. With reference to #10, how many LGBTQ+ faculty self-identify as people of color?
    Zero
    Lesbian?
    Zero
    Gay?
    Zero
    Bisexual/Pansexual?
    Zero
    Transgender / Nonbinary?
    Zero
    Queer or member of gender/sexual orientation minority group?
    1
    11. How many staff/administrators (not faculty) are employed by your law school in total?
    65
    12. How many self-identified LGBTQ+ staff/administrators are employed by your law school in total?
    Zero
    13. Does your law school provide employee benefits such as health insurance, family medical leave, parental leave, and nontraditional family planning like assisted reproduction and/or adoptive benefits?
    Yes
    a. If 'yes,' are those employee benefits available on equal terms to employees in same-sex marital/domestic partnership relationships as they are to employees in different-sex marital/domestic partnership relationships?
    Yes
    b. If you answered 'yes' to #13, are those employee benefit plans inclusive of the specific needs of LGBTQ+ employees (i.e., are assisted reproductive benefits offered without the need for extended traditional attempts at pregnancy, are care techniques such as mammograms, prostate exams, hysterectomies, etc. available to employees of all genders, are parental leave policies equal for people of all genders, etc.)?
    Yes
    c. If you answered 'yes' to #13a AND/OR if you answered 'yes' or 'unsure' to #13b, please summarize or reproduce your policy here:

    A summary of the University health insurance policy for employees can be found at the following locations: https://hr.ua.edu/wp-content/uploads/Benefits/Benefits-Summary-Guide.pdf
    https://hr.ua.edu/benefits/health-care-benefits/medical-plans

    14. Does your law school offer transition-related health benefits including hormone therapy, gender counseling, gender-affirming surgeries, etc. to transgender/nonbinary employees and employees who are undergoing gender transition?
    No
    a. If 'yes' or ‘unsure,’ please summarize or reproduce your policy here:

    A summary of the University health insurance policy for employees can be found at the following locations: https://hr.ua.edu/wp-content/uploads/Benefits/Benefits-Summary-Guide.pdf
    https://hr.ua.edu/benefits/health-care-benefits/medical-plans

    15. Does your law school offer a student benefit plan including health insurance with nontraditional family planning like assisted reproduction and/or adoptive benefits, and/or any additional benefits such as access to campus facilities?
    No

    A summary of the University health insurance policy available to students can be found at the following locations: https://www.uhcsr.com/uhcsrbrochures/Public/BenefitSummaryFlyers/2020-328-1%20Summary%20Brochure.pdf https://www.uhcsr.com/uhcsrbrochures/Public/SBC/2020-328-1-SBC.pdf

    16. Does your school offer the same transition-related healthcare benefits to students and their partners/spouses who are transgender/nonbinary or undergoing gender transition?
    No

    A summary of the University health insurance policy available to students can be found at the following locations: https://www.uhcsr.com/uhcsrbrochures/Public/BenefitSummaryFlyers/2020-328-1%20Summary%20Brochure.pdf https://www.uhcsr.com/uhcsrbrochures/Public/SBC/2020-328-1-SBC.pdf

    17. Do all students at your law school have access to on-campus health, counseling and therapy services either through the law school or the larger University?
    Yes
    a. If 'yes,' are your school's on-campus health care providers trained to ensure they can provide culturally and clinically competent care to LGBTQ+ patients, particularly transgender and nonbinary patients?
    Yes
    b. If you answered 'yes' or 'unsure' to #17a, please provide the basis for your answer (i.e., counseling center language, etc.):

    In addition to providing counseling services through the University (described in detail below), the Law School provides the services of a licensed professional counselor who meets with law students individually, both by appointment and during scheduled office hours, during the academic year.  

    Counseling for LGBTQA+ students at The University of Alabama is available through both the UA Counseling Center and The Women and Gender Resource Center.

    The Counseling Center helps students, undergraduate and graduate, achieve academic success and personal growth through quality brief counseling and psychological services, outreach, and consultative services, and the training of mental health professionals.

    Students know the Counseling Center for its outstanding counseling services and counseling resources, as well as innovative programs including Stress Free Daze, which provides an opportunity for students to reduce their stress before finals week each semester.

    The Counseling Center also offers information on how faculty, staff, parents, and others can support their students, specific information on helping students in crisis, along with further information on self help.

    UA offers two full-time psychiatrists, one psychiatric nurse practitioner and seven other physicians who can assist in screening for general mental health issues through the Student Health Center. The UA Counseling Center staff includes 18 licensed clinicians (psychologists, licensed professional counselors, and licensed social workers). The Women and Gender Resource Center employs five staff therapists and two victim advocates.

    The mission of the Women and Gender Resource Center is to address gender inequity and foster a community that values social justice, safety, leadership, mentoring, education, multiculturalism, partnership and research. This is accomplished by gender-related outreach, advocacy and support to individuals and communities of all identities.

    18. Does your law school provide single-stall and/or multi-stall restrooms available to people of all genders (i.e., gender-neutral restrooms) in each law school building so that transgender/nonbinary people have a safe restroom space?
    Yes
    a. If 'yes,' please describe how those all-gender restroom(s) is/are identified (i.e., what does the signage say, is it identified on building maps and online resources), the number of all-gender restroom stalls available in each law school building, and whether these are accessible for people with disabilities in each building or floor

    The Law School has 6 all gender restrooms. Signage for all gender restrooms uses a combination of the male, female and transgender graphic icons that are the current adopted standard best practice. Each of our all gender restrooms is accessible to those with disabilities and the signage shows that graphic as well as braille indicating all information on the sign. Each floor also contains at least one all gender restroom with a baby changing station, which is also indicated by a graphic icon on the sign.

    19. If your law school is maintaining gender-segregated (i.e., "Women's Restroom" and "Men's Restroom") restroom stalls, does it have a policy applicable to those facilities which ensures that transgender/nonbinary students/staff/administrators/faculty, as well as anyone who does not meet gender stereotypes, have access to facilities that match their gender identity?
    No
    20. Does your law school have one or more annual LGBTQ+ specific course offerings (e.g., LGBTQ+ Law and Policy, Sexual Orientation and the Law, Gender and the Law (focused on trans-inclusive materials), etc.)?
    No, but LGBTQ+ content is included in other courses
    b. If you answered 'no, but LGBTQ+ content is included in other courses' to #20, please list course names AND approximately what percentage of course time is dedicated to LGBTQ+ content for each course:

    LGBTQ+ content is included in many of our courses, including but not limited to our courses on Constitutional Law, Employment Law, and Family Law. The exact percentage of course time dedicated to LGBTQ+ content varies among courses.

    21. Does your law school have an active LGBTQ+ law student group that is supported by the administration?
    Yes
    22. Does your law school provide funding, including travel support, for LGBTQ+ students to participate in LGBTQ+-focused learning and/or career services opportunities?
    Yes
    a. If yes please provide details and examples of when and how those opportunities have been utilized in the past three years:

    Travel opportunities for students were limited this year due to the pandemic. Last year, the Career Services Office, in partnership with OutLaw (the Law School’s LGBTQ+ student organization), sponsored two events that specifically addressed the needs of LGBTQ+ students. The first, “Navigating the Workplace,” was a panel featuring attorneys who are members of the LGBTQ+ community and included a discussion of how allies could be better coworkers and create support systems for the community. The second event, presented in conjunction with the law firm of Wilson Sonsini, offered mock interviews specifically to members of OutLaw, followed by a networking dinner.

    23. Does your law school have a hate/bias incident policy that faculty, staff/administrators, and students are required to follow?
    Yes
    a. If yes to #23, does that process specifically identify sexual orientation AND/OR gender identity/expression as protected categories?
    Yes, both
    b. If yes to #23, does the policy set out a clear hate bias/incident reporting process for faculty, staff/administrators, and students to utilize if necessary?
    Yes
    24. Does your law school provide mandatory anti-sexual harassment training that explicitly covers same-sex harassment and harassment of transgender/nonbinary people, for all staff/faculty/administrators, at least every three years?
    Yes
    25. Does your law school provide diversity and inclusion training that incorporates robust LGBTQ+ curriculum as well as anti-racism curriculum, at least every three years? NOTE: Please check all that apply.
    Yes, optional for all faculty/staff/administrators
    Yes, optional for all students
    26. Please describe all additional ways, not identified through your earlier responses, in which your law school works to be safe, inclusive, and welcoming for its LGBTQ+ students, faculty, and administrators:

    The Law School provides a number of services to LGBTQIA+ students through the University.  The University’s SafeZone Resource Center provides educational outreach, community support, and crisis intervention resources for LGBTQIA+ members of the University community and their allies.  Capstone Alliance provides additional resources and programs specifically for LGBTQIA+ faculty, staff and graduate students. These programs include Lavender Graduation, which has regularly included students, faculty and staff from the Law School.  GRADient is an organization specifically serving LGBTQIA+ graduate students and allies.

    In addition to access to the University’s Office of Diversity, Equity and Inclusion, the Law School has its own Office of Diversity and Inclusion, with a full-time Director of Diversity & Inclusion whose duties include addressing the needs of LGBTQIA+ students.  In addition to organizing the programs listed below (among others), this Office maintains a Diverse Experts Directory that allows alumni and friends of the Law School to provide information about their areas of expertise.  This Directory allows members to volunteer information about whether they self-identify as lesbian, gay, bisexual or transgender. Student organizations, faculty, and staff are encouraged to use this directory when planning events to ensure panels, speakers, and writers for events are diverse.

    The Law School has hosted a number of events that focus on issues that affect the LGBTQ+ community.  A sampling of past events includes the following

    – a symposium on “LGBT Antidiscrimination Law and Policy after Hobby Lobby.”

    – an LGBT Issues Forum, at which the (then) U.S. Attorney for the Northern District of Alabama, Joyce Vance, gave a lecture about the U.S. Department of Justice’s role in protecting LGBTQ+ civil rights.

    – a Transgender Passport Workshop to assist individuals in completing passport applications (co-sponsored by UA SafeZone) 

    – a Tolerance Means Dialogue event featuring Professor William N. Eskridge Jr. from Yale Law School and Robin Fretwell Wilson from the University of Illinois, who discussed “Religion and Gay Marriage: Do They Have to Be at Odds?  Can Students Make a Difference?” 

    Last year, the Career Services Office, in partnership with OutLaw (the Law School’s LGBTQ+ student organization), sponsored two events that specifically addressed the needs of LGBTQ+ students.  The first, “Navigating the Workplace,” was a panel featuring attorneys who are members of the LGBTQ+ community and included a discussion of how allies could be better coworkers and create support systems for the community.  The second event, presented in conjunction with the law firm of Wilson Sonsini, will offer mock interviews specifically to members of OutLaw, followed by a networking dinner.

    Primary Sidebar

    Survey 2021

    • Albany Law School
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